Post … and Pray: Why Finding Top Accounting Talent Isn’t as Simple as Posting a Job
Did you know that 90% of employers struggle to find accounting talent due to an ever-widening skills gap? The accounting hiring landscape has never been more competitive.
The demand for accounting professionals has reached an all-time high, and hiring managers everywhere are feeling the pressure.
If you’re trying to fill an open accounting role, you’re not alone – but here’s the catch: neither are the candidates you’re trying to reach. For every talented accountant actively looking for a new opportunity, there are dozens of job postings vying for their attention.
Here’s the reality: simply posting a job and waiting for the perfect candidate to walk through the door doesn’t work anymore. Let’s explore why this is the case and what you can do about it.
A Supply and Demand Mismatch: Why the Market is Tough
The numbers tell a sobering story.
According to recent industry data, there are more open accounting roles than there are qualified professionals actively seeking jobs. This isn’t just a mild gap; it’s a chasm.
Factors like retiring baby boomers, shifting career interests among younger generations, and increasing regulatory complexities are fueling the demand for accountants. Meanwhile, the pipeline of new talent isn’t growing fast enough to keep up.
The result? Companies are scrambling to attract the same small pool of highly skilled professionals. And with options aplenty, candidates are being more selective about the roles they consider.
The High-Volume Problem: AKA “The Quality Gap”
While the abundance of applications may seem advantageous, most hiring managers agree, it’s the quality, not the quantity of candidates that truly matters.
In today’s market, employers are receiving a high volume of applications. For instance, a typical corporate job posting attracts about 250 applications, yet only 4–6 candidates are called for an interview, indicating that a significant portion of applicants may not be suitable for the role.
The process of constantly reviewing resumes, holding out for the ideal applicant, and being frustrated by underwhelming results can be overwhelming for hiring managers, delay the recruitment process, and leave teams stretched thin – trying to function without the right people in the right roles—a situation that impacts productivity and morale.
Passive Candidates: Who You Seek, May Not Be Seeking You
Most of the accountants you are looking to hire aren’t actively job hunting.
Many are happily employed or cautiously open to new opportunities but aren’t scrolling job boards daily. Studies show that over 70% of the workforce falls into this “passive candidate” category. These professionals might entertain the right opportunity, but they won’t find your job post by chance.
Reaching these passive candidates requires more than a listing. It requires a proactive strategy: networking, personalized outreach, and leveraging trusted relationships to open doors.
Platforms like LinkedIn can be powerful for reaching passive candidates. Personalized messages, showcasing how your opportunity aligns with their career goals, can spark interest where generic job posts cannot.
Beyond LinkedIn, tools like employee referral programs or attending industry events can help you build connections with passive candidates. These strategies position your company as a desirable opportunity, even for those not actively searching.
You Don’t Have to Go It Alone: Why Recruiters Are the Game-Changer
Specialized recruiters are your secret weapon in today’s competitive accounting talent market. They don’t just find candidates; they uncover top-tier talent that others miss.
For many companies, partnering with a specialized recruiter is the difference between struggling to fill a role and finding the perfect candidate. Recruiters not only understand the market but also have access to those elusive passive candidates.
For example, a specialized recruiter might identify a candidate with forensic accounting expertise who wasn’t actively looking but fit your role perfectly—saving you weeks of searching and ensuring a stronger hire.
These recruiters know how to craft compelling outreach, screen for both technical and cultural fit, and ensure the hiring process moves quickly enough to keep candidates engaged.
Whether you decide to bring that talent in-house or choose to engage with an external team, it remains a valuable option.
Conclusion
Acknowledging the challenges and adopting a strategic, relationship-focused approach are key to securing the accounting talent your organization needs.
Waiting for the perfect candidate could cost you time, resources, and a competitive advantage. Partnering with a specialized recruiter can amplify your efforts, connecting you with top-tier candidates who align with your goals.
The right hire is worth the effort—but it’s up to you to decide the approach.
– Damien Richburg, MBA, CFA